It remains to be seen what kind of change the Obama administration will bring to the way government operates, or when it will happen. But federal employees could see some significant changes to their benefits in the near future.
"I don't want to overcommit on saying this is a new, brave world until we have evidence of it," said Max Stier, president of the Partnership for Public Service, but "I think that we're seeing the beginning sides of one."
One sign that change is coming? Congress is moving quickly on a number of federal benefits bills that either died in committee during the last session, or passed in one chamber only to languish in the other. For instance, the House Oversight and Government Reform Committee on Wednesday marked up H.R. 1265, a bill that would revise how sick leave is credited toward retirement, automatically enroll new federal employees in the Thrift Savings Plan and broaden the plan's fund offerings.
In addition, Rep. Stephen Lynch, D-Mass., the new chairman of the House Oversight and Government Reform Federal Workforce Subcommittee, has announced that his first markup of legislation, scheduled for March 25, will be the Federal Employees Paid Parental Leave Act. That bill would give all federal employees four weeks of paid leave for the birth or adoption of a child, and allow them to use annual leave or sick time and take up to 12 weeks of unpaid leave.
And that's just the legislation already introduced. Sens. Joe Lieberman, I-Conn., and Susan Collins, R-Maine, and Rep. Tammy Baldwin, D-Wis., plan to introduce the Domestic Partnership Benefits and Obligations Act soon. That bill would give the domestic partners or spouses of gay and lesbian federal employees access to the same benefits available to the husbands and wives of heterosexual federal employees.
Stier said benefits bills that provide additional flexibility are critical to making the federal government a more competitive and accommodating employer.
"This is really about the federal government establishing itself as a leader in recruiting and keeping the very best talent, and beginning to be a role model for other organizations in how to treat its talent," said Stier. "I think you have all kinds of issues, including maternity leave benefits…it is simply unacceptable, truly, for the federal government to not offer women who are having children the opportunity to take paid leave."
The Obama administration has been cautious about articulating its agenda for management reform in the government. The decision to study, rather than repeal NSPS [National Security Personnel System] is one example, as is a similar administration review of A-76 contracts that outsource jobs that federal employees perform. Since he arrived in Washington, President Obama's approach to management reform has been to assess programs he might end, rather than outline ambitious new management initiatives.
That's to be expected as the new administration navigates a widespread financial crisis and two wars, but it won't last forever, Stier said, adding once John Berry is confirmed as director of the Office of Personnel Management, the Obama administration will start advancing initiatives.
"I think we owe them the benefit of the doubt," Stier said. "Once they have their full team in place, the expectations [for personnel reform] ought to increase."